Recruitment Process in Cabin Crew Management Analysis

This report provides an overview of the recruitment process in cabin crew management. It begins by outlining the importance of recruitment planning, including defining job specifications and outlining responsibilities. The report then discusses strategy development, emphasizing the need to identify the required qualifications for candidates. It explores both internal and external sources for attracting potential applicants. The screening process is detailed, highlighting the evaluation of applications based on skills and abilities. Furthermore, the report addresses evaluation and control, including the assessment of candidates and the related costs. The report concludes by referencing the importance of strategic perspectives in selecting the best candidates, focusing on their skills, knowledge, and ability to maintain positive customer relations. References to relevant literature are also included.

HRM

Table of Contents
Recruitment process in cabin crew management.............................................................................1
REFERENCES................................................................................................................................2

Recruitment process in cabin crew management
The recruitment process involves the following procedures:
1. Recruitment planning- This process involves the first knowing the full job specification
of the vacant position, and outlining its responsibilities to be undertaken. It also involves
the skills, experience and qualification required for the cabin crew management.
2. Strategy development- Knowing the exact requirement of the qualification required for
the candidate, it is essential to develop strategy for recruiting the candidate in the sector.
3. Searching- This step involves to attract the job seekers for the cabin crew position in the
organisation. These can be evaluated by the following two sources:
Internal and external sources.
4. Screening- Then next step that is done is the screening process which is done after
evaluating the applications and short listing the candidates from the application. This is
taken on the basis of their skills abilities and knowledge required in the job(Breaugh,
2017).
5. Evaluation and Control- It includes the evaluating the candidates who are the best
suitable for the job and involves salary of the recruiters and administrative expenses.
The conditions that are required from the strategic perspectives are the requirement of the cabin
crew management and developing strategies to selecting the best candidate in the position(Claus
Wehner, Giardini and Kabst, 2015). This strategic perspective to select the best candidate and
evaluating his knowledge and skills is the basic requirement for the cabin crew and his behaviour
with others to maintain a healthy service to develop good relations with the customers.
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REFERENCES
Breaugh, J. A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Claus Wehner, M., Giardini, A. and Kabst, R., 2015. Recruitment Process Outsourcing and
Applicant Reactions: When Does Image Make a Difference?. Human Resource
Management. 54(6). pp.851-875.
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